City Administrator Martha Bennett reviewed the items on the Council Look Ahead.

2.What direction does Council have for staff regarding implementation of the Classification and Compensation recommendations made by CPS Human Resource Services?

Human Resource Director Tina Gray introduced Debbie Owen, the Manager of Retention and Deployment Services from CPS Human Resource Services and explained the Classification and Compensation study was in response to the Council goal of creating an Employee Continuity Strategy.The goal consisted of Succession Planning, Identifying Future Leaders and the Classification and Compensation Study.The Classification and Compensation Study included a job classification study, analysis of job descriptions and a market salary survey.

Ms. Owen explained that steps within a salary range are a compensation structure created and based on the maximum salary limit by taking the high point and building down in increments to determine full salary range.The Classification portion of the study identified work performed in each position that went into the job classification used for the market study.

The classification component reviewed 25 positions in great depth and the remaining job descriptions to ensure they reflected the work performed and were compliant with the American Disabilities Act.The second piece reviewed the positionís classification structure and concepts and placed them into the appropriate levels. Currently the City has 72 classifications with varying levels in each classification.The final step determined market salaries based on City demographics, location and services provided.CPS surveyed agencies that met the criteria, audited and analyzed the data and made salary recommendations.

Ms. Owen clarified the classification piece identified the bodies of work that exist within the City and placed them into a job classification. The market component identified specific jobs in the City of Ashland and surveyed other agencies on how they pay that job classification.

The three groups included in the study were the IBEW Clerical/Technical, the non-represented Management and Confidential employees and Laborers.Results showed positions above and below market.Positions currently over market will be red lined with a salary freeze until the market catches up.Positions under market will be brought up to the appropriate salary using steps and new salary ranges.

Staff explained the implementation could occur in phases, take several years or require furlough days in order for the City to afford it.Currently there were positions 18-19% out of market and the City was vulnerable.If the salary adjustment were implemented, the City would forgo Cost of Living Adjustments (COLA) because it could not afford both.

Council expressed concern regarding the economic times, public perception and requested a graph on the number of positions and the percentage of salaries above and below market.Staff noted most positions were 5% up or down with a few positions higher. Council will review implementation options at a future City Council meeting.

Mayor Stromberg expressed concern regarding Booting vehicles with outstanding parking fines and that the Task Force had voted against it twice.He felt Booting was heavy handed and the Council needed to be sensitive to what this communicated to the community and visitors. He asked the Council to put an item on a future agenda to delay the implementation of Booting and research other options.

Staff explained there was currently $70,000 in unpaid parking fines from repeat offenders.Booting would occur when there were five tickets or more than $250 in fines on any number of cars registered to the same person.The process entailed an initial warning letter describing the policy and the need for the recipient to contact the City to establish a payment plan.If the individual fails to respond, a certified letter is mailed stating their car will be booted and towed after 10 business days unless they arrange payment.Once the vehicle is booted, the individual must pay in full or the City retains their car.

Mayor Stromberg suggested offering a one-time amnesty for the repeat offenders then initiate the Booting process after they incurred a third ticket.Staff responded the Council could repeal the law, but felt they had researched options thoroughly and the City was remiss in allowing violators to accumulate so many tickets before exercising this option.

The Council was divided on support for Booting and readdressing the policy. Comments included Booting was a tool for extreme cases, would be a public relations nightmare and this was not the economic time to implement it.Other comments did not support revisiting the issue, stressed the need not to ignore enforcement responsibilities and general procedural concern discussing items not on the agenda. Council and the Mayor were split on adding the discussion to a future City Council agenda.